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Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model

This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention...

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Main Authors: Kakar, Abdul Samad, Ahmad Saufi, Roselina, Abu Mansor, Nur Naha
Format: Article
Published: Universidad de la Amazonia 2019
Subjects:
HB Economic Theory
Online Access:http://eprints.utm.my/id/eprint/89589/
https://amazoniainvestiga.info/index.php/amazonia/article/view/75
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spelling my.utm.895892021-02-22T05:56:05Z http://eprints.utm.my/id/eprint/89589/ Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model Kakar, Abdul Samad Ahmad Saufi, Roselina Abu Mansor, Nur Naha HB Economic Theory This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job. Universidad de la Amazonia 2019 Article PeerReviewed Kakar, Abdul Samad and Ahmad Saufi, Roselina and Abu Mansor, Nur Naha (2019) Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model. Amazonia Investiga, 8 (20). pp. 155-165. ISSN 2322-6307 https://amazoniainvestiga.info/index.php/amazonia/article/view/75
institution Universiti Teknologi Malaysia
building UTM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Malaysia
content_source UTM Institutional Repository
url_provider http://eprints.utm.my/
topic HB Economic Theory
spellingShingle HB Economic Theory
Kakar, Abdul Samad
Ahmad Saufi, Roselina
Abu Mansor, Nur Naha
Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model
description This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job.
format Article
author Kakar, Abdul Samad
Ahmad Saufi, Roselina
Abu Mansor, Nur Naha
author_facet Kakar, Abdul Samad
Ahmad Saufi, Roselina
Abu Mansor, Nur Naha
author_sort Kakar, Abdul Samad
title Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model
title_short Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model
title_full Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model
title_fullStr Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model
title_full_unstemmed Person-organization fit and job opportunities matter in HRM practices-turnover intention relationship: a moderated mediation model
title_sort person-organization fit and job opportunities matter in hrm practices-turnover intention relationship: a moderated mediation model
publisher Universidad de la Amazonia
publishDate 2019
url http://eprints.utm.my/id/eprint/89589/
https://amazoniainvestiga.info/index.php/amazonia/article/view/75
_version_ 1692991801185533952
score 13.211869

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